Question

1. Compare and contrast the various change management models. Provide a brief overview of your comparison. Which models have you seen implemented in the workforce? Next, recommend which change model you would use when implementing your new HRIS, and explain why you would use the selected model.

Answer 1

Change Models:

1.Kotter change management model:

• implemented for Organizational level

Advantages:

• It is an eight-step checklist focusing on encouraging new behaviors implementation, clear steps of implementation

Disadvantages:

• Time-consuming, it is a topdown approach and a process

2.Kurt Lewin's change model :

• implemented for Organizational level

Advantages:

• It is a three-step model, but the framework is not clear

Disadvantages:

• It is an event with no mechanism

3.Kubler-Ross model

• Implemented for Individual level

Advantages:

• It is based on five stage emotional journey of employees addressing stages of employee's attitude and behavior

Disadvantages:

• Lack of guidance, it is a process-oriented approach, it plans for the worst scenario of individuals, cannot be applied to the group

4.McKinsey 7s Model:

• Implemented for Organizational level

Advantages:

• It is a seven-step model with a holistic approach to change

Disadvantages:

• Complex model

The John Kotter built up the change model in 1996 in which making desperation, requirement for the change, making a dream, praising momentary successes, evacuating obstructions, which accomplishes cooperation.

The Kurt Lewin's model was created in 1947, which concentrated on unfreezing, changing and afterward refreezing the framework through correspondence and afterward remolding the highlights.

The Kubler Ross model was set up in 1969 which plots a graphical bend on stun, disavowal, outrage, dealing, despondency, lastly, the acknowledgment which is the feelings applied at the particular employment.

The McKinsey change the executives structure was created in 1978 by Tom Peters and partner who were concentrating on different sides of progress particularly the "hard factors" and the "delicate components," comprising of technique, structure, frameworks, shared qualities, style, staff, and aptitudes by adjusting and between relating them for ceaseless change.

All the models center around hierarchical point of view just Kubler Ross centers around singular changes.

Kotter's model, McKinsey model, ADKAR model are the normally executed models.

So as to execute another HRIS framework, I would actually recommend PDCA model in which we have to design, do, put it enthusiastically and check or screen the framework. PDCA will be the quickest execution where the change is envisioned and actualized with every one of its advantages and it very well may be acknowledged quicker as it is an innovative change.